We have a policy of allowing employees to undertake secondary employment. At the moment we stipulate that we will refuse a request if the employment impact on their role performance, if the interests of the Service are adversely affected, or if the employment has a detrimental impact on the ability to meet Service demands.
At the moment we have a list of roles that we would not approve:
* Where a Conflict of Interest exists.
* Occupations prejudicial to the Authority’s reputation.
* Where the role is dangerous or presents a risk of serious injury or illness.
* Driving. Where distance would reduce the capability to return for rest prior to reporting for duty.
* Protection or collection services.
* Other hazardous occupations that are dangerous or present a risk of serious injury or illness
To what extent can we, as the primary employer, control what other paid work our employees do in their own time?
Are we in danger of breaching an employees human rights by saying what an employee can and can’t do in their own time?
rachel haake
